The Pregnancy Discrimination Act (PDA) of 1978 prohibits discrimination based on pregnancy, childbirth, or other related medical conditions relating to pregnancy. Pregnancy discrimination is also prohibited by Title IX.
Employers may not discriminate based on pregnancy, pregnancy-related symptoms or complications arising from pregnancy, or side effects of delivery. Employers may not discriminate through disparate treatment, including but not limited to:
- Failing to allow pregnant employees to work as long as they are able to perform the duties of their job
- Require an employee to remain on leave until the baby is born even if the employee has been absent from work as a result of pregnancy-related condition and recovers
- Failing to extend disability leave or leave without pay to a pregnant employee who is temporarily disabled due to pregnancy
- Singling out pregnancy related conditions for medical clearance procedures that are not required of other employees
Laws prohibiting disability-discrimination also protect pregnant employees when conditions arising from their pregnancy constitute a disability. Employers are required to provide reasonable accommodations to pregnant employees with a pregnancy-related disability or impairment. Reasonable accommodations may also be provided to parenting employees (Lactation needs, for example).
For questions about reasonable accommodations related to pregnancy or parenting, please contact Carla Costello, ADA Coordinator [[cacostello]] or Sharron Gatling, Assistant Director of Diversity & Inclusion [[sggatl]].
To file a discrimination complaint, contact Compliance& Equity [[reportconcern]] or 757-221-3146.